alisa hampton, recruitment manager gregory dockery ...€¦ · management hiring significant jump...
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| Recruitment – Human Resources| August 2017
Alisa Hampton, Recruitment Manager
Gregory Dockery, Diversity Recruiter
August 2017
| Recruitment – Human Resources| August 2017
Think Proud: Create a Nationally Renowned Culture for Diversity, Equity and Inclusion
Think Bold: Drive Student Success
Think Smart: Provide Outstanding, Affordable Education
| Recruitment – Human Resources| August 2017
What have we been doing?
What are our plans?
What impact have we seen so far? ◦ All data is based on Fiscal Year
Offer Data summaries – disaggregated by race and ethnicity
Questions?
2015 Main focus: Full-time Faculty Hiring / Block Hire Intentional outreach -all jobs- to increase visibility to diverse
candidates Began sourcing for diversity for Block Hire recruitments
2016 Main focus: Full-time Faculty & Management Hiring Diversity, Bias & Inclusion training for all screening committees Began social media sourcing in management recruitments Inclusion Advocates program/training kicked-off Diversity Recruiter on-boarded in December 2016
| Recruitment – Human Resources| August 2017
2017 First PCC Diversity Recruiting Plan Developed for
2017-18 Academic Year (Gregory Dockery) Key Strategies:
◦ Marketing and Social Media strategies (sourcing and pipeline building)
◦ Career Fairs and Recruitment Events plan
◦ Networking – local diversity organizations and events
◦ Inclusion Advocacy – PCC screening committees
◦ Faculty Recruitment for diversity (full-time and adjunct)
◦ Retention/Connection efforts for new hires
Diversity Resource Guide (connection to local communities & resources)
Inclusion Partners pilot (personal connection for new hires)
| Recruitment – Human Resources| August 2017
2017 (continued)
Main focus: Management & Executive Hiring
Direct sourcing to increase diversity of management & executive applicant pools
Proactive recruiting and sourcing to increase diversity and PCC visibility
Inclusion Advocates for FT Faculty & Management screening committees
Intensified focus on Equity & Inclusion in the screening process ◦ Screening centered on what “success” in the job looks like (preferred
qualifications)
◦ Inclusive and description job posting language/summaries
◦ Inclusion Advocates trained to test bias, assumptions and thinking in screening committee discussions
| Recruitment – Human Resources| August 2017
2018 - Plans Main focus: Management, Academic Professional & Adjunct Faculty
Hiring
Equity & Inclusion training/coaching for all hiring managers, committee chairs and Faculty Department Chairs
Direct sourcing to increase diversity of management, FT faculty & AP applicant pools ◦ HR strategies/targets informed by disaggregated Workforce Analysis
data
Proactive recruiting and sourcing to increase diversity and PCC visibility
◦ Job Fairs, Networking Events, Partnerships / Social Media
◦ Build targeted candidate pipelines based on forecasted hiring needs
Evolution of Diversity, Bias and Inclusion training for screening committees AND hiring departments
| Recruitment – Human Resources| August 2017
2018 – Plans (cont)
Leverage HR’s Diversity Recruiting efforts systematically in Adjunct Faculty hiring process
◦ Annual Recruitment Plan for each department (communication tool)
◦ Equity and Inclusion training for FDCs and interviewers
◦ Screening questions for culturally responsive teaching/cultural competency (as part of application process)
◦ Process and tool improvements for more effective search, screen and candidate management
| Recruitment – Human Resources| August 2017
Full-time Faculty hiring
All-time high for Block Hire diversity - 35%
Sustained increase in diversity of applicant pools and hires
Diversity from both Adjunct Faculty conversion and external hires
* Where we focus our efforts, we are seeing results
| Recruitment – Human Resources| August 2017
14% 17%
26%
31%
35%
0%
5%
10%
15%
20%
25%
30%
35%
40%
0
5
10
15
20
25
30
35
40
2013 2014 2015 2016 2017Total FT Hires % Diversity
Block Hire Results 2013 – 2017 (Full Time Faculty)
To
tal #
Hir
es
% R
ac
ial &
Eth
nic
Div
ers
ity
| Recruitment – Human Resources| August 2017
17%
7%
25%
32%
29%
0
5
10
15
20
25
30
35
40
45
1 2 3 4 5
0%
5%
10%
15%
20%
25%
30%
35%
Full-time Faculty Offers - 2013-2017
# of Offers / % Diversity
# Offers % Diversity
2013 2014 2015 2016 2017
% R
ac
ial &
Eth
nic
Div
ers
ity
T
ota
l # O
ffers
| Recruitment – Human Resources| August 2017
22% 22% 22%
26%
24%
18% 18%
24% 23% 23%
17%
7%
25%
32%
29%
0%
5%
10%
15%
20%
25%
30%
35%
2013 2014 2015 2016 2017
Full-Time Faculty % Diversity by Screening Stage
2013-2017
Applied Interview Offer
% R
ac
ial &
Eth
nic
Div
ers
ity
| Recruitment – Human Resources| August 2017
| Recruitment – Human Resources| August 2017
2017 Faculty Block Hires
~ 59% of 2017 Block Hires are initially from PT Faculty Ranks
3 EEO Diversity
Hires
3 EEO Diversity
Hires
2017 Block Hire – Full Time Faculty Where do they come from?
17 Hires / 6 EEO Diversity Hires (35%)
0 EEO Diversity
Hires
Management hiring
Significant jump in diversity of hires in 2017 ◦ 12% increase from 2016-2017 for similar hiring volume
Gradual increase in applicant pool diversity
Diversity sustained in applicant pools through screening process
Note: The Diversity Recruiter has sourced for 23 management recruitments since Dec 2016
* Where we focus our efforts, we are seeing results
| Recruitment – Human Resources| August 2017
14%
24% 24% 29%
41%
0
5
10
15
20
25
30
35
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
1 2 3 4 5
Management Offers- 2013-2017
# of Offers / % Diversity
# Offers % Diversity
% R
ac
ial &
Eth
nic
Div
ers
ity
T
ota
l # O
ffers
| Recruitment – Human Resources| August 2017
2013 2014 2015 2016 2017
% R
ac
ial &
Eth
nic
Div
ers
ity
| Recruitment – Human Resources| August 2017
14%
24% 24%
29%
41%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
1 2 3 4 5
Management % Diversity by Screening Stage
2013-2017
Applied Interview Offer
2013 2014 2015 2016 2017
Academic Professional hiring ◦ All time hire for diversity in 2015 – 45%
◦ Significant decrease in diversity in 2017 – need to understand causes
◦ Focus area for direct sourcing and diversity recruiting for 2018
Classified hiring ◦ Upward trend in diversity, but not as significant as in FT
Faculty and Management hiring
| Recruitment – Human Resources| August 2017
24%
32%
45%
35%
19%
0
5
10
15
20
25
30
35
40
45
50
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
1 2 3 4 5
Academic Professional Offers 2013-2017
# Offers % Diversity
% R
ac
ial &
Eth
nic
Div
ers
ity
T
ota
l # O
ffers
| Recruitment – Human Resources| August 2017
2013 2014 2015 2016 2017
35%
26%
37%
41%
38%
0
20
40
60
80
100
120
140
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
1 2 3 4 5
Classified Offers 2013-2017
# Offers % Diversity
% R
ac
ial &
Eth
nic
Div
ers
ity
T
ota
l # O
ffers
2013 2014 2015 2016 2017
| Recruitment – Human Resources| August 2017
| Recruitment – Human Resources| August 2017
ALL Offers 2013 2014 2015 2016 2017
American Indian or Alaskan Native 3% 1% 1% 2%
Asian or Pacific Islander 9% 6% 6% 8% 10%
Black or African American 3% 5% 7% 6% 5%
Hispanic 6% 12% 16% 15% 15%
Native Hawaiian or Other Pacific Islander 2% 1% 2%
Two or More Races 1% 1% 5% 3% 3%
Not Disclosed 7% 10% 8% 11% 10%
White 67% 66% 56% 54% 57%
* All Offers include Classified, AP, Management, Confidential & Full-time Faculty
| Recruitment – Human Resources| August 2017
Full-time Faculty Offers 2013 2014 2015 2016 2017
American Indian or Alaskan Native 4% 2%
Asian or Pacific Islander 4% 5% 7% 13%
Black or African American 10% 2% 4%
Hispanic 9% 4% 10% 10% 8%
Native Hawaiian or Other Pacific Islander 5%
Two or More Races 4% 5% 4%
Not Disclosed 4% 15% 15% 15% 13%
White 79% 78% 60% 54% 58%
Management Offers 2013 2014 2015 2016 2017
American Indian or Alaskan Native 5%
Asian or Pacific Islander 4% 7%
Black or African American 10% 10% 6% 14% 10%
Hispanic 14% 12% 11% 14%
Native Hawaiian or Other Pacific Islander
Two or More Races 6% 10%
Not Disclosed 5% 5% 6% 14%
White 81% 71% 70% 57% 59%
| Recruitment – Human Resources| August 2017
Classified Offers 2013 2014 2015 2016 2017
American Indian or Alaskan Native 3% 1% 2% 3%
Asian or Pacific Islander 13% 7% 5% 10% 11%
Black or African American 6% 5% 8% 5% 4%
Hispanic 9% 12% 17% 17% 21%
Native Hawaiian or Other Pacific Islander 3% 2%
Two or More Races 1% 5% 4% 2%
Not Disclosed 7% 8% 8% 6% 13%
White 58% 65% 55% 53% 48%
Academic Professional Offers 2013 2014 2015 2016 2017
American Indian or Alaskan Native 3% 2%
Asian or Pacific Islander 12% 6% 16% 7% 4%
Black or African American 6% 6% 5% 4% 4%
Hispanic 3% 16% 18% 22% 9%
Native Hawaiian or Other Pacific Islander 3% 3% 2%
Two or More Races 3%
Not Disclosed 12% 16% 3% 22% 9%
White 65% 52% 53% 54% 72%
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| Recruitment – Human Resources| August 2017
BACK UP
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| Recruitment – Human Resources| August 2017
| Recruitment – Human Resources| May 2017
2016 Faculty Block Hires
~ 57% of 2016 Block Hires are initially from PT Faculty Ranks
2 EEO Diversity
Hires
7 EEO Diversity
Hires
2016 Block Hire – Full Time Faculty Where do they come from?
35 Hires / 11 EEO Diversity Hires (31%)
2 EEO Diversity
Hires
| Recruitment – Human Resources| May 2017
2015 Faculty Block Hires
~ 47% of 2015 Block Hires are initially from PT Faculty Ranks
1 EEO Diversity
Hire
4 EEO Diversity
Hires
2015 Block Hire – Full Time Faculty Where do they come from?
19 Hires / 5 EEO Diversity Hires (26%)